The US EEO-1 report is an annual survey that all affected employers must furnish to the US federal government. The survey is based on employment numbers from any pay period in July through September. It tracks a company’s workforce counts by job category, as well as by ethnicity, race, and gender. But how do the new requirements affect your company?
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The US Family and Medical Leave Act (FMLA) of 1993 was enacted to grant employees family and temporary medical leave, under certain circumstances. Thus, employers are at risk of losing costly court battles if they are failing to ask the right questions about their corporate leave procedures. Are your policies really protecting your organization from FMLA litigation?
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Current enterprise resource planning (ERP) system implementation methodologies give too much attention to the ”hard core” technical side of the project, and too little to the organizational change needed to complete the project successfully. Because of the complex nature of these projects, different experts are required—not only ERP or IT experts, but also experts in managing organizational change.
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The government of Mesa County, Colorado, had been using an in-house, nonintegrated HR and payroll solution that was slow in processing reports and required manual reconciliation of workforce data. The solution also lacked the sophistication needed to manage the government’s payroll and reporting demands. The organization recognized that a change was necessary to improve the workforce-related information that upper-level management had at its disposal.
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With 10 remote office locations spread across nine states, Amerisure was in need of a communications platform that would enable the company to enhance the distribution of information to employees. Employees located in satellite offices, with no direct access to the home office, can feel disconnected from corporate headquarters’ operations and activities. Amerisure needed to communicate to employees in a timely manner that would allow the flow of accurate, important information, whether that data be employee-specific, such as salary, job, or benefit information, or company news and updates. In addition to a centralized communication platform, the company wanted heightened management of its workforce through the use of business intelligence tools that would allow it to track trends and have improved monitoring capabilities for each location.
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With a focus on marketing, sales, and distribution of the company’s interactive entertainment products, Nintendo of America’s 180 “managers of image” market Nintendo’s games throughout the United States and parts of Canada. Because these managers spend the bulk of their time visiting retail operations to successfully brand the Nintendo product, the company was searching for a way to communicate detailed information to them, as well as to the rest of the company’s workforce. Nintendo also wanted to simplify the benefits enrollment process for employees and allow them to change their personal data on their own and at their convenience, without contacting the HR department.
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Protecting your company from legislative compliance risk is a high priority for any CEO or CFO. Ignorance and violation of workplace regulations cost US organizations millions of dollars each year. And, with the trend of an increasingly litigious society, legislative compliance poses a greater risk than ever. Court rulings and settlements can cost your business hundreds of thousands of dollars. Understanding workplace regulatory requirements and having a human resources/payroll system in place will enable you to keep accurate records and produce the required compliance reports quickly and easily.
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This document explains Ultimate Software’s Intersourcing application and how it will benefit the company using it. Intersourcing is a hosting solution; this means the application is managed, supported and upgraded by an application service provider (ASP). Learn why application hosting makes sense for your organization.
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This UltiPro Workforce Management technology white paper offers an overview of UltiPro’s technical architecture, and is primarily intended for information technology executives and professionals who want to better understand UltiPro’s technology advantages. After reading this white paper, the reader should have a clear understanding of the modular design and underlying technology of the UltiPro Workforce Management solution and the key benefits to the information technology (IT) organization.
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It's not easy being in human resources (HR). Globalization, a challenging economy, advances in technology, a competitive labor market, and a more fluid workforce have all had a significant impact on the way that HR executives do their jobs. In addition, the field is becoming increasingly more complex. Learn how integrating business intelligence (BI) with HR can generate efficiencies and make strategic decisions around staffing.
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This case study outlines LDM Technologies’ transition to Ultimate Software’s UltiPro solution from paper-based human resources (HR) processes and outsourced payroll management. Learn how by using a paperless system, LDM eliminated inappropriate benefits payments and received a 286 percent return on investment (ROI) within five months.
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National Equipment Services (NES), a leader in the equipment rental industry, experienced the concomitant growing pains associated with 47 acquisitions spanning an 18 month period beginning in 1998. In this case study, learn how NES saved $250,000 annually in payroll and administration costs.
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To ensure the integrity of the Tohono O’odham Indian Nation, the gaming authority is held accountable to the Native American Tribal Government. The gaming authority is required to provide detailed reports to its governing bodies regarding employee ethnicity and budgets. This information ensures that the gaming authority is acting in accordance with tribal regulations. Payroll processing and benefit tracking in this casino environment are fraught with many complexities. As a hospitality-based company, most of Tohono O’odham’s employees receive tips that need to be recognized as income. The company treats accruals and benefits in a unique fashion as it allows employees to carry over benefits from year to year and even receive accruals for accruals.
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Ruth's Chris went live with UltiPro in December 2001, just six short months after choosing UltiPro. Link said that Ultimate Software provided an excellent value proposition for the steak house because Ruth's Chris's analyses revealed that the restaurant chain could expect a rapid return on investment (ROI). An expedient, cost-effective implementation was a major factor in this return, as was the elimination of monthly per paycheck charges.
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This case study describes how operational inefficiencies that resulted from overlap in human resources (HR) and payroll service delivery seem to have been overcome with the consolidation of services. Learn how Credit Lyonnais saved time and money, improved data accuracy and control, and enhanced and expatiated reporting capabilities.
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The Container Store’s growing employee base rendered communications with employees, updating manuals, managing paperwork, and obtaining relevant benefits reports more time consuming and complex. Ultimate Software’s UltiPro Workforce Management solution streamlined the management of payroll and benefits, while reducing administration.
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This case study describes the complexity of human resource management systems (HRMS)/payroll management when merging two organizations and how Ultimate Software’s UltiPro Workforce Management software helped solve the new challenges arisen from the merger.
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